I look at the calendar and can hardly believe the date: March 15, 2022. What happened over the last two years?
If you are like me, the last couple of years is a unique combination of whiplash and change fatigue. As we emerge (hopefully) from the worst of the pandemic, one thing remains clear: the world has changed, and it is likely to stay changed.
This is also true for the world of work. Many companies that would never have allowed work-from-home arrangements two years ago are finding that to compete in the marketplace, these arrangements are the minimum they must provide.
In the world of training, a face-to-face environment is now less likely to be the norm. Businesses that have converted to virtual training have begun to discover the benefits of virtual training, both from a results perspective and a cost reduction standpoint.
However, converting to virtual training is not as simple as replacing your classroom with a webinar window. It can be confusing to start out on this journey. You may be asking yourself several questions.
-
What tools should I use?
-
What content should I convert?
-
What is best as a video, eLearning, or webinar?
-
How do I keep my learners engaged with the course and not shopping in the open browser window?
Rest easy, we are here to help. Let’s discuss key considerations when converting to virtual training.
Keep It Focused
Prioritize what content to convert to virtual training. Focus on the content that directly supports your strategic business objectives and reserve the “nice-to-haves” for later. You don’t want to fall into the trap of simply taking your 8-hour in-person class and presenting it word-for-word on an 8-hour webinar. Think critically about how to maximize the learner’s time. Leverage the 80/20 rule and focus on the key objectives that will drive the greatest possible outcomes.
Keep It Simple
Don’t overcomplicate your webinars and virtual sessions by packing in too many technology platforms. Remember using the webinar platform to even attend the session is often a new skill your learners are attempting to master. Build opportunities into your pre-learning for learners to practice the tools prior to coming to a virtual training session.
Keep It Fun
The most successful virtual training sessions are not centered on the instructor. Create multiple opportunities for your learners to engage with the content. Be creative with using the chat, emoji, or polling features to regularly keep your learners engaged during times of instruction. Utilize breakout rooms and get your learners talking with each other. The one who talks the most, learns the most.
Remember, these sessions are about them, not you. It is much more fun to engage with the content than to simply be presented with the content.
Keep It Going
No training is fully successful if it is designed as a “one and done” program. Create sustaining solutions to reinforce the learning and highlight the “nice-to-have” content. Schedule notifications from your learning management system (LMS) to inform learners about refresher videos or supporting eLearning modules. Send out emails that highlight available job aids AND where to access them. Consider creating meetings-in-a-box for managers to leverage during team meetings in the subsequent months after the training.
It can take engaging with new content up to 7 times, spaced out over several weeks, to be firmly planted in the mind. Additionally, the number of times it takes to automatically remember a new skill or process can be as many as 40 times. The key to success is to create sustainable solutions to support your workforce along their learning journey.
In closing, it can seem like a daunting process to convert your in-person learning to work in our newfound reality. However, this is also an amazing opportunity to freshen up your content, strategically trim excess, and teach your workforce the skills they’ll need to succeed in the new normal.
Partner with experts in virtual learning and development and achieve your business’s learning goals. Who knows, you may even have some fun along the way.
